If the sales team has poor performance then predominantly HOD of Sales Department is responsible. It is he or she who is supposed to drive the sales. Why is he/she failing short of the expectations?
Have you done the analysis of the poor performance? What kind of sales that salespersons do? Is it a field sale or telephonic sale? If field, then who accompanies them to the field? Who gives them feedback on how the sales call was handled?
If telephonic sale, then who monitors their calls? Does your company make an arrangement for the audio recording of the sales call? Who monitors the audio files?
I have raised the above questions because when a person gives feedback, he/she should be well ready to counter the superficial reasons that the employees may come up with. A proper homework is necessary before giving feedback.
Sales, by and large, is an individual activity. Why teamwork is hampering sales and how is it hampering? Have you studied the occasions where teamwork could have improved the sales performance?
9th May 2019 From India, Bangalore
I fail to understand how HR can be effective in communicating performance feedback to Sales teams when such sensitive job should be done by the experienced line Managers.
How a person at the level of HR officer be assigned with this task? At the most, HR can sit in this communication meeting along with line manager and chip in to add value.
12th May 2019 From India, Mumbai
The technicality of sales performance has something to do with the technical input of the sales manager or subject matter expert, SME. HR has something to do with the foundation of the sales individual/team e.g. soft or hard skills and analyzing training needs analysis to equip them to boost motivation. You can collaborate with the SME to find the element/s for the TNA to identify the expected outcome of your sales team.
14th May 2019 From Philippines, Manajao